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User:37and7/sandbox/langer

< User:37and7‎ | sandbox
Arthur M. Langer
Born (1953-08-06) August 6, 1953 (age 70)
The Bronx, NYC, USA
EducationB.A., Queens College
MBA, Iona College
Ed.D., Columbia University
Occupation(s)Academic, Workforce Development expert, consultant
Notable credit(s)Strategic Information Technology: Best Practices to Drive Digital Transformation
Information Technology and Organizational Learning
Guide to Software Development: Designing and Managing the Life Cycle[1]
TitleFounder and Chairman, Workforce Opportunity Services
Professor of Professional Practice at Columbia University
Term2005-

Dr. Arthur M. Langer, Ed.D. is an American Academic whose work focuses on the effect of technology on organizational structure, behavior and workforce development.[2][3] Dr. Langer is a Professor of Professional Practice at Columbia University, as well as the director of Columbia University's Center for Technology Management and Academic Director of the Masters of Science program in Technology Management. Additionally, he is a faculty member in the Department of Organization and Leadership at Teachers College Graduate School of Education. In 2005, Langer founded Workforce Opportunity Services (WOS), a nonprofit organization that trains and places underserved and Veteran job seekers into long term careers.[4][5][6][7][8]

Early life and education edit

Arthur Langer was born to Eastern European immigrant parents in the Bronx, NYC. He did not plan to go to college until he was mentored by a local businessman who offered him a scholarship on condition that he apply to the city's selective high schools. Langer attended the High School of Music and Art, followed by night school at Queens College, where he received his bachelor’s degree in Computer Science. His MBA is from Iona College, and he earned his Doctorate in Education at Columbia University.[9][10][11]

Career edit

Prior to joining the full-time faculty at Columbia, Dr. Langer was Executive Director of Computer Support Services at Coopers and Lybrand, General Manager and Partner of Software Plus, and President and founder of Macco Software.[12]

Columbia University edit

Dr. Langer teaches courses in information technology, human development, leadership, management, and higher education at Columbia University. He also consults for corporations and universities on these topics as well as on staff development, management transformation, and curriculum.[13][14][15] In his teaching, Dr. Langer developed a “theory-to-practice-to-theory” (TPT) approach in order to help adult students engage in transformative learning. TPT underscores that adults learn best when they can relate theory to their experiences, and then revisit theory for its applicability to their personal situations. Students then determine through personal critical reflection whether and how to modify their existing belief systems. By consistently providing students with critical feedback and multiple opportunities to apply new concepts as well as revise their work, TPT helps them gradually examine where their new knowledge can be integrated with their existing ideologies.[16][17][18]

Scholarly publications edit

Dr. Langer is the author of fourteen books, including Analysis and Design of Next-Generation Software Architectures (2020)[19] Information Technology and Organizational Learning (3rd Edition, 2018)[20], Guide to Software Development: Designing & Managing the Life Cycle (2nd Edition, 2016)[21], Strategic IT: Best Practices for Managers and Executives (2013 with Lyle Yorks[22]), Analysis and Design of Information Systems (2008)[23], Applied Ecommerce (2002)[24], and The Art of Analysis (1997)[25]. He has also published twenty-one peer-reviewed articles and papers relating to digital transformation, service learning for underserved populations, IT organizational integration, mentoring, and staff development. These include “Designing the digital organization” (with C. Snow and O. Feljstad in Journal of Organizational Design 2017)[26], “Cyber security: The new business opportunity facing executives” (Cyber Security Review 2016)[27], and "Employing Young Talent from Underserved Populations: Designing a Flexible Organizational Process for Assimiliation and Productivity." in the Journal of Organization Design.[28]

Workforce Opportunity Services edit

In 2001, as part of the Workplace Literacy Program, Dr. Langer launched The Inner-City Workplace Literacy Study at Columbia University. The study included more than 40 low-income adults from Harlem, and it investigated how to prepare them for roles in information technology given their lack of experience in this field. The project identified challenges they faced as they trained to compete in the job market and showed that in order to successfully integrate underrepresented talent into the workforce, programs must merge technical training with teaching interpersonal and self-esteem building skills.[29] As he carried out the Literacy Study, Dr. Langer developed the Langer Workforce Maturity Arc (LWMA), a tool designed to measure the job readiness of adult learners from underserved communities.[30][31] Inspired by his own coming of age in the Bronx, Langer founded Workforce Opportunity Services (WOS) in 2005 to provide mentoring and workforce training opportunities to people from underserved communities and underrepresented groups.[32][33] Today Workforce Opportunity Services creates custom training programs – along with mentorship and material as well as social supports - that deliver a pipeline of early-career talent to employers from under-represented populations, including military Veterans and spouses.[34][35][36][37][38] As of April 2021, WOS has served over 5,300 individuals through partnerships with more than 65 corporations in 60+ locations worldwide.[39][40]

Langer Maturity Arcs edit

The Langer Workforce Maturity Arc assesses individual development in six distinct sectors of workplace literacy:

  • Cognition
  • Technology
  • Business Culture
  • Socio-Economic Values
  • Community and Ethnic Solidarity
  • Self-esteem

The individual progresses in each of the above sectors along five stages of increasing competence, though not always in a directly linear fashion:

  • Concept Recognition
  • Multiple Workplace Perspectives
  • Comprehension of Business Process
  • Workplace Competence
  • Professional Independence

Employees’ growth through these stages and sectors can be measured qualitatively through analyses of their journal writing, and quantitatively through survey responses.

Today the Langer Workplace Maturity Arc has multiple iterations, and they are used to measure employees’ current and future workplace potentials. The Workplace Arc is now a quantitative online assessment tool for workers in tech-centric organizations.[41][42][43][44][45]

References edit

  1. ^ "Langer, Arthur M. (al261) | Teachers College, Columbia University". Teachers College - Columbia University. Retrieved 2021-04-13.
  2. ^ "Arthur M. Langer, Ed.D. | Columbia University School of Professional Studies". sps.columbia.edu. Retrieved 2021-04-13.
  3. ^ "Langer, Arthur M. (al261) | Teachers College, Columbia University". Teachers College - Columbia University. Retrieved 2021-04-13.
  4. ^ Dove, Alan (April 14, 2020). "Minding the Science and Technology Skills Gap". The New York Academy of Sciences.
  5. ^ Perna, Mark (February 21, 2020). "How a young, underemployed college grad finally got the breakthrough she needed". Forbes.
  6. ^ Mascali, Nikki (May 24, 2018). "City-based non-profit tackles veteran, underserved unempl". Metro New York.
  7. ^ "Dr. Arthur M. Langer". www.wforce.org. Retrieved 2021-04-13.
  8. ^ Griffin, Jill. "Helping Veterans Find Their Next Mission". Forbes. Retrieved 2021-04-19.
  9. ^ Mazzocchi, Sherry (May 14, 2014). "One in a Million". The Bronx Free Press.{{cite news}}: CS1 maint: url-status (link)
  10. ^ WOS Beginnings, retrieved 2021-04-13
  11. ^ Taylor, Chris (2021-01-22). "Turning workplace diversity goals into reality". Reuters. Retrieved 2021-04-14.
  12. ^ "Arthur M. Langer, Ed.D. | Columbia University School of Professional Studies". sps.columbia.edu. Retrieved 2021-04-13.
  13. ^ Schoenbart, Karyn (September 20, 2019). "Interview with Dr. Arthur M. Langer at the Careers in the Digital Age event with Karyn Schoenbart". Columbia Center for Technology Management. Retrieved 4/16/2021. {{cite web}}: Check date values in: |access-date= (help)CS1 maint: url-status (link)
  14. ^ "Steven Bandrowczak: This Xerox President Went from Mentor to Master's Student | Columbia University School of Professional Studies". sps.columbia.edu. Retrieved 2021-04-16.
  15. ^ "Roque Martinez: Learning to Talk Tech in the Language of P&L | Columbia University School of Professional Studies". sps.columbia.edu. Retrieved 2021-04-16.
  16. ^ Langer, Arthur M. (2003-10-01). "Forms of workplace literacy using reflection-with-action methods: A scheme for inner-city adults". Reflective Practice. 4 (3): 317–333. doi:10.1080/1462394032000112228. ISSN 1462-3943.
  17. ^ Anand, Tejwansh S.; Anand, Shohreh V.; Welch, Marguerite; Marsick, Victoria J.; Langer, Arthur (2020-11-01). "Overview of transformative learning I: theory and its evolution". Reflective Practice. 21 (6): 732–743. doi:10.1080/14623943.2020.1821942. ISSN 1462-3943.
  18. ^ Anand, Tejwansh S.; Anand, Shohreh V.; Welch, Marguerite; Marsick, Victoria J.; Langer, Arthur (2020-11-01). "Overview of transformative learning II: real-world applications". Reflective Practice. 21 (6): 744–758. doi:10.1080/14623943.2020.1821945. ISSN 1462-3943.
  19. ^ Langer, Arthur M. (2020). Analysis and Design of Next-Generation Software Architectures: 5G, IoT, Blockchain, and Quantum Computing. Springer International Publishing. ISBN 978-3-030-36898-2.
  20. ^ Langer, Arthur M. (2017-10-17). Information Technology and Organizational Learning: Managing Behavioral Change in the Digital Age. CRC Press. ISBN 978-1-351-38758-3.
  21. ^ Langer, Arthur M. (2012-01-02). Guide to Software Development: Designing and Managing the Life Cycle. Springer Science & Business Media. ISBN 978-1-4471-2300-2.
  22. ^ Langer, Arthur M.; Yorks, Lyle (2013-03-20). Strategic IT: Best Practices for Managers and Executives. John Wiley & Sons. ISBN 978-1-118-62858-4.
  23. ^ Langer, Arthur M. (2008). Analysis and Design of Information Systems (3 ed.). London: Springer-Verlag. ISBN 978-1-84628-654-4.
  24. ^ Langer, Arthur M. (2002). Applied Ecommerce: Analysis and Engineering for Ecommerce Systems. Wiley. ISBN 978-0-471-01399-0.
  25. ^ Langer, Arthur M. (2013-03-14). The Art of Analysis. Springer Science & Business Media. ISBN 978-1-4757-2748-7.
  26. ^ Snow, Charles C.; Fjeldstad, Øystein Devik; Langer, Arthur M. (2017-06-13). "Designing the digital organization". Journal of Organization Design. 6 (1): 7. doi:10.1186/s41469-017-0017-y. ISSN 2245-408X.{{cite journal}}: CS1 maint: unflagged free DOI (link)
  27. ^ "CYBER SECURITY: THE NEW BUSINESS PRIORITY FACING EXECUTIVES – By Dr Arthur M. Langer, Columbia University". FIC Observatory. 2016-09-01. Retrieved 2021-04-14.
  28. ^ Langer, Arthur (April 2013). "Employing Young Talent from Underserved Populations: Designing a Flexible Organizational Process for Assimilation and Productivity". Journal of Organization Design. 2(1).
  29. ^ Selko, Adrienne (Feb 20, 2020). "Need Employees? This Organization Can Find You Some". Industry Week.{{cite web}}: CS1 maint: url-status (link)
  30. ^ Langer, Arthur (2003). "Forms of workplace literacy using reflection-with-action methods: a scheme for inner-city adults". Reflective Practice. 4 (3): 317–333. doi:10.1080/1462394032000112228. S2CID 145116996.
  31. ^ Langer, Arthur (2009). ""Thoughtpiece": Measuring self-esteem through reflective writing: essential factors in workforce development for inner-city adults". Reflective Practice. 10 (1): 45–48. doi:10.1080/14623940802652755. S2CID 143834133.
  32. ^ Antonucci, Alexandria (July 19, 2018). "Workforce Opportunity Services works to break the cycle of unemployment". Mycentraljersey.com.{{cite news}}: CS1 maint: url-status (link)
  33. ^ Taylor, Chris (2021-01-22). "Turning workplace diversity goals into reality". Reuters. Retrieved 2021-04-14.
  34. ^ Griffin, Jill. "Helping Veterans Find Their Next Mission". Forbes. Retrieved 2021-04-19.
  35. ^ Patton, Carol (June 13, 2009). "GE adopts 'Try Before you Buy' Model with Contingent Workforce". Human Resource Executive.{{cite news}}: CS1 maint: url-status (link)
  36. ^ "4 Reasons to Recruit From Alternative Training Programs". TLNT. 2019-03-11. Retrieved 2021-04-14.
  37. ^ Griffin, Jill (May 27, 2019). "Helping Veterans Find their Next Mission". Forbes.{{cite news}}: CS1 maint: url-status (link)
  38. ^ Mitchell, Robert (May 7, 2012). "The Grill: Arthur M. Langer turns the IT education model on its head". Computer World.{{cite news}}: CS1 maint: url-status (link)
  39. ^ "College to bring veteran training and employment initiative to Dubuque". Marketscreener. December 19, 2012.{{cite news}}: CS1 maint: url-status (link)
  40. ^ Selko, Adrienne (February 20, 2020). "Need Employees? This organization can find you some". Industry Week.{{cite news}}: CS1 maint: url-status (link)
  41. ^ "Langer CIO Assessment Arc". Columbia Center for Technology Management. Retrieved 4/14/2021. {{cite web}}: Check date values in: |access-date= (help)CS1 maint: url-status (link)
  42. ^ "Measure your leadership maturity with our CIO assessment tool". CXO CIO Assessment. Retrieved 2021-04-14.
  43. ^ "Workforce Arc". Retrieved 2021-04-14.
  44. ^ "Predictive Analytics". www.wforce.org. Retrieved 2021-04-14.
  45. ^ Langer, Arthur (November 2003). "Forms of Workplace Literacy Using Reflection-with-Action Methods: a scheme for inner-city adults". Reflective Practice. 4(3).


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